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Flashcards in Change and Leadership Deck (36)
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1
Q

Why do we study change?

A

Organisations may not survive if they do not change. CEOs facing relentless pressure for change. Triggers of change prompt organisational change.

2
Q

What are triggers of change?

A
  • Technology
  • Economic shocks
  • Social trends
  • World politics
3
Q

What are the two forms of resistance to change?

A
  1. Overt and immediate

2. Implicit and deferred

4
Q

What is overt and immediate change resistance to change?

A

Voicing complaints, engaging in job actions

5
Q

What is implicit and deferred resistance to change?

A

Loss of employee loyalty and motivation, increased errors or mistakes, increased absenteeism

6
Q

What are the sources of resistance to change?

A

Individual - habit, security, economic factors, fear of the unknown and selective information processing

Organisational - structural inertia, limited focus of change, group inertia, threat to expertise, threat to established power relationships and resource allocations

7
Q

What Van dam et al (2008) find about recent evidence on change and voice?

A

Employees reactions to change are considered critical for the success of change efforts

8
Q

What are Kotter’s eight steps of change management?

A
  1. Create urgency
  2. Form a powerful coalition
    3 Create a vision for change
  3. Communicate the vision
  4. Empower action
  5. Create quick wins
  6. Build on the change
  7. Make the change stick
9
Q

Which factors of the eight steps of change management come under creating the climate for change?

A
  1. Create urgency
  2. Form a powerful coalition
  3. Create a vision for change
10
Q

Which factors of the eight steps of change management come under engaging and enabling the organisation?

A
  1. Communicate the vision
  2. Empower action
  3. Create quick wins
11
Q

Which factors of the eight steps of change management come under implementing and sustaining for change?

A
  1. Build on the change

8. Make it stick

12
Q

What is leadership?

A

The process of influencing the activities of an organised group and in its efforts towards goal setting and goal achievement

13
Q

Why do we study leadership?

A
  • Leaders have a big impact on our personal lives as well as the organisation they lead
  • Proposition that leadership is linked to organisational performance
14
Q

What is leadership as a trait?

A

During the 1950s, researchers assumed leaders possessed certain traits or attributes - ‘Great Man (sic) Theory’

Leaders were believed to be exceptional people, born with innate qualities, destined to lead

Term ‘man’ was intentional - concept was primarily male, military and Western

15
Q

What are the Ohio State Leadership styles in terms of leadership as a behaviour?

A

A matrix of initiating structure (low/high) and consideration (low/high)

16
Q

What defines a leadership style that is low consideration and low initiating structure according to the Ohio State Leadership Style?

A

The leader fails to provide necessary structure and demonstrates little consideration for employee needs and wants

17
Q

What is high structure, low consideration leadership according to the Ohio State Leadership Style?

A

Primary emphasis is placed on structuring employee tasks while the leader demonstrates little consideration for employee needs and wants

18
Q

What is low structure, high consideration leadership according to the Ohio State Leadership Style?

A

Less emphasis is placed on structuring employee tasks while the leader concentrates on satisfying employee needs and wants

19
Q

What is the high structure, high consideration leadership style according to the Ohio State Leadership Style?

A

The leader provides a lot of guidance about how tasks can be completed while being highly considerate f employee needs and wants

20
Q

What is the contingency theory of leadership?

A
  • Developed in the mid 1960s
  • Effective leadership depends on leadership style
  • Situational favourableness affects leadership
21
Q

How is the Tannenbaum and Schmidt Leadership Continuum structured?

A

Use of authority vs Areas of freedom for subordinates

22
Q

What are the stages of the Tannenbaum and Schmidt continuum?

A
  1. Tells - makes decisions
  2. Sells - explains decisions
  3. Consults - gets suggestions
  4. Shares - defines limits, group decides
  5. Delegates - subordinates function within defined limits
23
Q

How does situational favourableness affect the contingency theory of leadership?

A

Leader member relations - the level of trust and confidence that the team has in you

Task structure - refers to the type of task you’re doing: clear and structured, or vague and unstructured

Leader’s power position - this is the amount of power you have to direct the group, and provide reward or punishment

24
Q

What are the competencies that relate to strong ethics and safety from the top 10 leadership competencies?

A
  1. Has high ethics and safety

3. Clearly communicates expectations

25
Q

What are the competencies that relate to self organising from the top 10 leadership competencies?

A
  1. Provides goals and objectives with loose guidelines/directions
26
Q

What are the competencies that relate to efficient learning from the top 10 leadership competencies?

A
  1. Has the flexibility to change opinions
  2. Is open to new ideas and approaches
  3. Provides safety for trial and error
27
Q

What are the competencies relating to nurturing growth from the top 10 leadership competencies?

A
  1. Is committed to ongoing training

11. Helps me grow into the next generation leader

28
Q

What are the competencies relating to connection and belonging from the top 10 leadership competencies?

A
  1. Communications often and openly

8. Creates a feeling of succeeding and failing together

29
Q

What is new leadership?

A

Burns (1978) distinguished between transactional and transformational leadership

30
Q

What is transactional leadership from new leadership?

A
  • Leadership is trading or bargaining

- Follows prescribed tasks to achieve established goals

31
Q

What is transformational leadership from new leadership?

A

Charismatic leaders inspire and motivate, beyond contracts and offer:

  • Intellectual stimulation
  • Idealised influence
  • Individualised consideration
  • Inspirational motivation
32
Q

What is distributed leadership?

A

Individuals are different levels of the organisation cam lead and implement change. Distributed leadership relies on flatter organisational structures, team work and communication.

33
Q

How does John Kotter distinguish between leadership and management?

A

Leadership produces change and movement and management produces order and consistency

34
Q

What is leadership as opposed to management according to Kotter?

A
  1. Establishes direction: creates a vision, clarifies the big picture, sets strategies
  2. Aligns people:
    communicates goods, seeks commitment, build teams, coalitions and alliances
  3. Motivates and inspires:
    energises, empowers subordinates and colleagues, satisfied unmet needs
35
Q

How does management differ from leadership according to Kotter?

A
  1. Planning and budgeting: establishes agendas, sets timetable, allocates resources
  2. Organising and staffing: provide structure, make job replacements, establish rules and procedures
  3. Controlling and problem solving: develop incentives, generate creative solutions, take corrective action
36
Q

What does Mintzberg argue about the distinction between leadership and management?

A

That leadership is part of management